Investigating the barriers of the green human resource management implementation in oil industry

Marjan Fayyazi,Zahra Afshar,Saeed Shahbazmoradi,Mohammad Reza Shahbazmoradi

doi:10.5267/j.msl.2014.12.002

Marjan Fayyazi, Zahra Afshar + Show 2 more

Open Access

https://doi.org/10.5267/j.msl.2014.12.002

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Journal: Management science letters	Publication Date: Jan 1, 2015
Citations: 53	License type: cc-by

Affiliation: University of Tehran

Abstract

Article history: Received August 18, 2014 Accepted 26 November 2014 Available online December 7 2014 There is a growing need for the integration of environmental management into Human Resource Management (HRM) practices; such effort is known as Green HRM initiatives. The aim of this study is to identify barriers of green human resource management in Iran's oil industry. For this purpose, mixed method has been used. In the article, existing literature was examined and questions were designed and 12 experts of international oil industry were interviewed. The aim of these interviews was to design questionnaire and collects the necessary information. To examine the reliability of the questionnaires, Cronbach alpha coefficient was equal to 0.732, which validated the reliability of the questionnaire. Finally, the questionnaires were shared among 31 members of oil's experts and HR managers. The results of the study have shown that the lack of comprehensive plan to implement green HRM and ambiguous of green values were in the highest level and they were considered as the most important barriers. Furthermore, staff resistance had the lowest importance. Growing Science Ltd. All rights reserved. 4 © 201

Highlights

Today, “being green” has become a norm (Margaretha & Saragih, 2013) and in the management field, there is a growing research literature on Green marketing, Green accounting, Green, Green management and Green human resource management (Renwick et al, 2013)
It is noteworthy that green human resource management is still in its early stages and many studies in this area is theoretical phase (Jabbour, 2013)
An expert is someone who has at least 10 years of job experience in the oil industry and he has enough knowledge about oil industry, he is educated from university in high degree and he focuses on Human Resource Management (HRM) systems

Summary

Introduction

Today, “being green” has become a norm (Margaretha & Saragih, 2013) and in the management field, there is a growing research literature on Green marketing, Green accounting, Green, Green management and Green human resource management (Renwick et al, 2013). There is a growing need for the integration of environmental management into Human Resource (HR) called Green HR (Dutta, 2012; Margaretha & Saragih, 2013). In order build green organization, the organization and human resources must increase efficiencies in organizational hierarchies, perform more virtualized work or eliminating unnecessary time spent in the office and optimizing the use of company resources, including travel, etc. Companies are supporting greener options include telecommuting, flexible work schedules (Sathyapriya et al, 2013) and to establish and to maintain a green organization we need to hire people who are interested in environmental issues (Renwick et al, 2013). Specific targets for improving environmental performance, publication of environmental reports, environmental management system, environmental purchasing policy, environmental training and education, fossil fuel use reducing policy and policy of reducing use of unsustainable product indicators are some of the components of green organization (Ramus, 2002)

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